motivation training 中文意思是什麼

motivation training 解釋
動機訓練
  • motivation : n. 動機的形成；動機因素；動力。adj. -al （motivational research 動機研究〈用於廣告、銷售活動〉）。
  • training : n 訓練，教練，練習；鍛煉；（馬等的）調馴；（槍炮、攝影機等的）瞄準，對準；【園藝】整枝法。 be in ...
  1. Whether the region culture can work as a source of ideological and political education or support personnel - training with powerful thoughts tank, spiritual motivation and intellectual support not only relies on its background of history or its influence, but also relies on its quotable value in qualified personnel fostering

    摘要區域文化能否成為思想政治教育的資源，為人才培養提供強有力的思想寶庫、精神動力和智力支持，不僅在於其歷史內涵的深度，影響力的強度，還在於它對於人才成長可資借鑒的價值。
  2. Creativity researchers have agreed largely that creative ability, attitude, and motivation are teachable. this brings about questions of creativity education. should creativity training be content - free independent of school subjects or content - based taught through the various subjects will students who have learnt creativity through one subject be creative beyond the subject

    創意心理學界大體上同意，創意能力態度和動機可以通過訓練提高，這也就帶出創意教育上一個重要的問題：創意的訓練應該獨立進行，還是應該通過選定的某些學科？
  3. Result demonstrates, the girl student participates in physical training motivation purpose makes a diversification clear and assumes, the project choosing interest mainly and moving amounts minor, antagonistically weak sport carries out an activity ; be fond of participating in a collective waiting for an activity ; exercise number of times weekly and exercise grave deficiency of time every time ; the major factors being to affect girl student physical training such as space equipment and material deficiency, effective instruction after class means insufficiency

    結果顯示，女生參加體育鍛煉動機目的明確並呈多樣化，主要選擇趣味性和運動量小、對抗性弱的運動項目進行鍛煉；喜愛參加集體等鍛煉；每周鍛煉次數和每次鍛煉時間嚴重不足；場地器材不足、課外輔導的有效手段的缺乏等等是影響女生體育鍛煉的主要因素。
  4. Student affairs office offers a wide range of training in areas like confidence building, cultivation of positive and optimistic attitudes, time management, communication skills, interpersonal relations, social protocol, team building, motivation, leadership skills and so forth. through these training programs, we aim to help students enhance their competitiveness and personal leadership under the philosophy of whole - person development

    學生事務處舉辦各項學生培訓計劃，內容包括自信心的建立、積極和樂觀的人生態度、時間管理、溝通技巧、人際關系、社交禮儀、團隊精神、激勵和領袖才能等等，以提高同學的個人競爭力和領導能力，並達至全人發展的目標。
  5. Human resource management pays attention to give the employe - es sound organization, training and collocation with a modern methods on the basi - s of suitable human resource planning for the sake of the best match of position an - d personnel. through a series of management mechanism, it can stimulate the employee ' s job motivation. as a result, a person has a right position and a post correspon - ds to a right person with right ability

    人力資源的開發和管理是指，在合理制定人力資源規劃的基礎上，運用相關現代化的科學方法，對員工進行合理的培訓、組織與調配，實現組織崗位與員工的最佳匹配，並通過制定一系列管理機制，激發員工的工作動機，充分發揮員工的主觀能動性，使人盡其才，事得其人，人事相宜，以保證組織目標的實現。
  6. A follow - up study on the effect of attributional training for achievement motivation

    中學生學業成就動機歸因訓練效果的追蹤研究
  7. The result showed that, antecedent variables of turnover intention include eight aspects as follows : job motivation and the feeling of success, corporate culture, pay and benefits, promotion and training, corporation performance and outlook, work invironment ; accommodating variables include three aspects : supporting factor of mentality and external environment, supporting factor of organization, supporting factor of individual economy

    結果顯示，員工離職意向的影響因素包括八個方面：工作激勵與成就感、企業文化、薪酬福利、晉升與培訓、公司效益和前景、人際關系、工作條件和個體特徵；調節因素包括三個方面：個性心理與外部環境支持因素、組織支持因素和個體經濟支持因素。
  8. Assist in the enrollment of participants into allowable activities designed to enhance employability ( i. e. motivation, assessment, job preparation workshops, educational classes and / or training, and / or employment services ), providing job development and placement services, and assisting individuals and families in accessing community services, addressing emergency assistance and crisis intervention and immediate needs ( i. e. food, housing, clothing, and transportation )

    幫助參與人登記參加為了增加就業能力而設計的正當的活動（例如激勵活動、評估活動、工作準備專題討論會、教育課程和（或）培訓以及就業服務） ；提供工作發展和安置服務；幫助個人和家庭參加社區服務；提供緊急援助和危機干預服務以及滿足一些緊急的需要（例如食物、住房、服裝和交通） 。
  9. Then the author introduced three famous human capital incentive theories, such as abraham " maslow ' s w, 3 ! tt 2000 hierarchy of needs theory, herzberg ' s motivation - hygiene theory and skinner ' s reinforcement theory etc, incentive methods, such as annual payment system and stock equity system, the primary investment methods, such as, education investment, training investment, work force flow investment, health - care investment, learn and work investment and the social interaction investment etc. the author followed the previous conclusion that human capital was very crucial to the economic growth and connected it with the practices to form the model that human capital investment greatly influenced the economic growth

    扼要介紹了一些著名的人力資本激勵理論：馬斯洛的需求層次理論、赫茨伯格的雙因素理論和斯金納的強化理論等、激勵方式：年薪制和股權制等和主要的投資方式：教育投資、培訓投資、勞動力流動投資、衛生保健投資、 「干中學」投資和人際關系投資等。沿襲前文的結論?人力資本在經濟發展中的重要地位，作者結合中國的實際，構建了人力資本投資對經濟增長的績效分析模型，採用教育經費法和年限法論證了全體勞動力平均受教育年限對經濟增長的意義。
  10. He thought of himself as, in his own words, an “ indefatigable teacher ” and the famous “ little red book ” drawn from his speeches is packed with managerial advice on training, motivation and evaluation of lower - level employees ( cadres ) ; innovation ( “ let a hundred flowers bloom ” ) ; competition ( “ fear no sacrifice ” ) ; and, of course, raising the game of the complacent manager ( relentless self - criticism )

    他自詡為一名「誨人不倦的老師」 ，在那本薈萃了他言論的著名紅寶書中，滿是關于如何訓練、激勵、評價低級員工（基層幹部） ；如何創新（ 「百花齊放」 ） ；如何競爭（ 「不怕犧牲」 ）的管理條目，當然也包括提醒自滿者的方法（堅持自我批評） 。
  11. Promoters recruiting, hiring, training, management, and motivation

    負責推廣員的招聘、錄用、培訓、管理及激勵。
  12. A questionnaire inquiring self - efficacy and intrinsic motivation was administrated after the training course

    訓練完成後，于第五周參加自我效能量表、運動動機量表與攀巖運動表現測試。
  13. There are six big problems exist. first, the leaders or the chiefs of enterprises lack of the strategic views, pursue short - term interests excessively, a lot of mistaken ideas exist in training management ; second, system, mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third, the content of courses is outmoded, the way lags behind, the style is blankness, especially lack ability of combination of theory and practice, lack of operating method and technology ; fourth, the system of training effectiveness feedbacks is imperfect, the system of training support is insufficient, which have hindered the transfer of training ; fifth, the individuals who under training have insufficient motivation, also have problems in after training loyalty, and to transfer the obtained knowledge into their work ; sixth, the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training. some training policies and managements even restrict the development of management training

    本論文根據作者的培訓實踐，並參考大量資料，通過觀察、訪問、具體案例分析等闡述了國有企業管理培訓自改革開放（ 1979年）以後的發展狀況及新形勢，完成的主要研究工作有：首先，指出了國有企業管理培訓存在的六大問題，一、國有企業經營管理者缺乏戰略眼光，過分追求短期利益，在管理培訓觀念上存在許多誤區；二、管理培訓的制度、機制及發展戰略有待進一步完善和明確，培訓工作缺乏系統化和規范化；三、教學內容陳舊，方式落後，風格單一，尤其缺少理論聯系實際能力，缺少操作的方法與技術；四、培訓效果反饋體系不健全，培訓支持系統不足，阻礙了培訓成果的轉化；五、受訓者個人接受培訓動力不足，培訓后忠誠性不足，缺乏將培訓所獲知識轉化于工作中的動力；六、政府培訓主管部門對構建管理人員培訓體系的作為不足，某些培訓政策及管理制約了企業管理培訓的發展。
  14. According to the data analysis conclusion, the dissertation offer the advise in six aspects, which include human resource planning, position analysis, recruitment, training and development, performance and salary, motivation

    根據研究結論提出在人力資源規劃、職務設計、招聘、培訓和發展、績效與薪酬以及激勵這六大方面的建議。
  15. The paper brings forward 6 countermeasures to solve the problems facing the it manufacture ' s motivation mechanism, namely, scientific performance assessment system, effective rewarding system, promotion system staff training system, company culture and local employee strategy of multinational co

    本文針對it製造業激勵機制存在的問題提出六條對策：建立科學的績效考核體系、建立有效的獎勵制度、建立培訓體系、建立職位晉升體系、企業文化建設和加快本土化進程等。
  16. By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs

    最後，在前幾章分析和論述的基礎上，綜合運用了激勵理論，指出了改進員工激勵機制的基本原則：制度化與人性化相結合；滿足需要與引導需要相結合；相對穩定與適度競爭相結合及體現激勵的公平性。針對員工的真實需要及企業的實際情況，提出解決廣意集團員工激勵問題的四項措施：建立基於績效的薪酬機制；充分授權，讓員工參與管理；建構健康的企業文化，增強企業的凝聚力；加強培訓，重視員工的自我實現需要。
  17. First, educating the students " sense of language to improve their comprehension to language literalness, develop their cognitive ability, and combine the abstract thought with the visual thought, thereby to educate their thinking ability. second, according to the actual circumstance of the vocational senior high school students, to practice training of level of thinking from low to high : to learn - to think, to ask - to judge, and availably educate the thought ability of students, and expand the thought profundity ; third, reverse the deviation that appears in students " study motivation and interest. in the actual teaching work, stress the practicability and pertinency of teaching, and the visualize and gusto, regular their study motivation, stir up the interest of their study, then attain to develop the purpose of the thought

    首先，要培養學生的語感能力，以提高職高學生對語言文字的理解能力，發展他們的認知能力，使抽象思維與形象思維結合起來，從而培養發展學生的思維力；其次，根據職高學生的實際情況，有步驟地實行由低到高的思維層次訓練：學-思、問-辨，這樣可以有效地培養學生的思維能力，開拓思維深度；再次，盡力扭轉學生學習動機、學習興趣出現的偏差，在實際教學工作中，講求實用性與針對性，講求教學的形象性與趣味性，端正職高學生的學習動機，激發他們的學習興趣，以達到發展思維的目的。
  18. Jinny is aware that performance training is from heart and motivation ; that is why she started learning coaching skills from life coaching academy based in australia, and then became their accredited coach. she uses the coaching skills to support executives and managers of the companies to get outstanding results

    她從督導的經驗有些體驗:轉換式的訓練（績效式的訓練）來自於人心與動機， （ coaching + training ）這也是她因此去澳洲life coach academy （澳洲第一所設立life coach的學校）學life coach的原因，希望透過life coach的技巧與智慧協助更多的經理與高階主管能達成他們的目標與績效獲得傲人的成績。
  19. The fifth chapter is the research work which deals with data collection, data analysis, achievement motivation training and the final conclusion

    第五章論述了整個研究過程即數據的收集、分析和最後得出的結論
  20. Students participating in achievement motivation training achieved higher motivation scores than original figure, and they also made greater progress in foreign language learning than students in control group

    研究還表明，參加過成就動機培訓的學生成就動機得到了明顯提高，學習英語的積極性更強，英語成績有了進一步的提高。
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